6 Ways to Improve Your Hiring Process in 2016
Here we offer 6 ideas that can help you improve your hiring process in 2016 – and keep you on the right side of compliance requirements.
READ MOREHere we offer 6 ideas that can help you improve your hiring process in 2016 – and keep you on the right side of compliance requirements.
READ MOREOur new infographic provides a clear path that allows employers to avoid negative consequences and potentially even identify excellent employees among ex-offenders.
Embed This Image On Your Site (copy code below):
Learn how to better navigate the competing pressures of insurance requirements and the desire to reduce the risk of discrimination under employment law.
READ MOREMake no mistake about it: employment law aims to get employers to hire ex-offenders. At the Federal level, the Equal Employment Opportunity Commission (EEOC) and the Fair Credit Reporting Act (FCRA) combine for a one-two punch that targets the outcomes of hiring as well as the hiring process itself.
READ MOREIn what is being called “the strictest anti-discrimination law of its kind in the country prohibiting discriminatory employment credit checks,” New York City’s Stop Credit Discrimination in Employment Act (“SCDEA”) is in effect as of September 3, 2015.
READ MOREThe BMW case demonstrates how the EEOC requires employers to treat everyone the same but assess them individually in terms of criminal background.
READ MOREDetermine if an applicant with a criminal record would be a good fit for the job. Learn how to evaluate your risks when hiring an ex-offender.
READ MORENew York City has had a Ban the Box type ordinance in place for city employees since 2011, and on June 10th an overwhelming majority of the City Council passed a version of the law …
READ MOREThe treasure trove of personal information that has collected on social media is irresistible. We know that both employers and employees are scanning the publicly accessible areas of Facebook and other sources to find the …
READ MOREThe intriguing results of a highly-publicized EEOC lawsuit highlight that if the EEOC is to win a judgment against an employer for disparate impact discrimination, it must use valid statistical methodology to prove “disparate impact”.
This case …
READ MORE